Avoid These Common Pitfalls When Recruiting Software Developers

Whether it’s for an exclusive project, or a permanent role on the team, recruiting a proficient software developer is a significant responsibility for an IT manager. There is certainly no shortage of places to  locate qualified applicants, since there are various agencies, employment websites, and other portals specializing in the technology sector.

Despite the wide variety of recruiting options, selecting the most suitable candidate for the job can sometimes prove to be a daunting experience. A poor hiring choice can easily cost the company several thousand dollars while wasting valuable time. The U.S. Department of Labor states a hiring mistake costs at least 30 percent of the employee’s first-year earnings.

There are several common and potentially costly mistakes managers tend to make when hiring a new software developer.

  1. Rushing or delaying the hiring process.

With deadlines looming and the need to initiate projects quickly, this is an easy mistake committed by managers. It can be all too tempting to hire the first developer that walks through the door with the perfect resume. Conversely, moving too slowly in hiring a qualified candidate can be a costly mistake as well. That perfect applicant will move on with their job search if they do not hear back from the interviewing manager within a suitable time frame.

  1. Hiring a developer that lacks business skills.
    A software developer should have excellent business skills such as communication and problem-solving along with their coding background. Additionally, an understanding of the business and the user end goals can give the developer greater direction when coding the software.
  1. Recruiting someone based on speed rather than work quality.

Managers who hire someone just focused on deadlines may be sacrificing speed for quality. A speedy coder rushing through projects can result in more errors and wasted time spent debugging bad programming. This mistake results in higher costs and excessive delays rather than quality software development.

  1. Failure to screen an applicant’s coding ability.

A resume is just a snapshot of previously held positions and education. IT managers should screen candidates with a proficiency test to prove that they can apply their skills effectively. The testing will ensure that there are no surprises in the developer’s software background upon hiring.

  1. Not offering a competitive salary.

Talented software developers will command higher salaries and shop elsewhere if they do not receive a competitive offer based on their work quality and experience. Websites such as Glassdoor are the main source of salary statistics based on experience and location.

  1. Not checking references.

Verifying a candidate’s references can uncover details that are not discussed in the job interview. This information may include why they left their previous position, job performance, and pay. With a recent survey reporting that 36% of applicants admitting they lied on their resumes, checking references is a crucial part of the recruiting process.

  1. Not recruiting from outside the geographical area.

Advances in mobile technology, video-conferencing applications, and cloud-computing enable employees to collaborate on projects from remote locations. For this reason, IT managers should look outside their company’s geographical area to recruit software developer talent. Seeking to recruit from outside the immediate area opens the door to a more expansive pool of qualified developers who can work on company projects remotely.

The current pandemic has further accelerated the trend to work remotely. According to a report  by Gartner, 48% of employees will continue to work remotely even after the pandemic. Additionally, 74% of CFOs  surveyed intend to continue this trend and even increase their remote staff after the outbreak stabilizes.

Finding a proficient software developer can be an arduous task for IT managers. However, avoiding the above described common pitfalls and seeking candidates outside the geographical area can significantly improve the chances for hiring the most qualified developer.

At DevReady, we can connect you with an experienced, fully vetted developer for your business. Contact us for more information on how you can get on-demand access to a private community of proven developers who can contribute to your project’s success.

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